EAP

A Job Performance Referral is a referral initiated by a supervisor or a manager when work performance or behavior is an issue, for example, poor quality or quantity of work, unacceptable conduct, absenteeism or tardiness, or interpersonal relationship problems with other employees or the public. The checklist that follows has been designed to help you gather information and prepare for your discussion with the EAP Consultant. General Information Supervisor’s Name An alternate person to contact Work location address Name of employee to be referred Employee’s address, including county Statistical Information Employee’s length of service Age, gender, marital status, social security number Position title Employee’s healthRead More →

The following information from Concern describes the procedures used in accessing EAP services. Job Performance Referral Management Guidelines Management Consultation The EAP provides a valuable and confidential service to the manager who may have concerns regarding an employee’s unsatisfactory job performance or conduct. It is the goal of the EAP Consultant to help clarify the issues and coach the manager through the appropriate course of action. Job Performance Referral Document all observable behavior that is inconsistent with established work standards, or the employee’s usual satisfactory work performance. Call Concern at 1-800-344-4222 for a consultation to determine the appropriateness of a formal Job Performance Referral toRead More →

No. The decision to attend the EAP is entirely the employee’s. The fact that an employee has been given the opportunity will be an important part of a supervisor’s or manager’s proof that reasonable attempts have been made to assist the employee. If an employee chooses to accept a referral, then that also indicates that the employee has cooperated with those reasonable attempts.Read More →

Job Performance Referral: This is recommended when the employee’s work-related conduct or performance has deteriorated and an obvious problem exists that can benefit from therapeutic intervention. For example, an employee may have a pattern of absences suggesting a drug or alcohol problem, or an employee’s emotional state may indicate the need for professional assistance. This referral may provide employees with additional covered visits, and can be done on County time. Time spent at visits is coded as normal working hours.Read More →

A vital part of the supervisor/manager’s responsibility is to correct performance or conduct that negatively impacts either the employee or the workplace. Discipline, and the steps that lead to discipline (counseling, counseling confirmed in writing, corrective action plans, specials reviews, etc.) should always be considered steps to bring the employee back into a productive and healthy course of employment. Any corrective action letter or disciplinary letter (except dismissal) given to an employee should advise the employee of the services available through the EAP. Concern is an effective resource to assist supervisors and managers to correct employee problems by offering counseling to the employee. Managers/supervisors canRead More →

Employees may “self-refer” by calling Concern for assistance with a variety of issues including: Marital, family or relationship distress Emotional upset Alcohol and/or drug problems Co-alcoholic or co-drug problems (any person close to a substance-troubled person and being affected by that illness) Stress Cultural adjustment Crisis Other personal problems Concern offers referrals to screened resources for legal or financial problems. If referred to an attorney or financial planner, the employee is responsible for the cost.Read More →

Concern: EAP is a confidential, short-term counseling service available to County employees and their families. All regular (non extra-help) employees are eligible for four free sessions per fiscal year. Concern can be reached at 1-800-344-4222. Counselors are available to help clients sort out problems, develop an action plan, and take positive steps towards the desired outcome.Read More →